Self help guide Preparing a grievance procedure
|
|
- Theodora Lindsey
- 6 years ago
- Views:
Transcription
1 Self help guide Preparing a grievance procedure The sample wording in this document is for guidance only. The wording must reflect your current contractual arrangements. Any errors or omissions cannot be held to be the responsibility of the Agency. It is also important to review and maintain your document to ensure compliance with changes in statutory obligations. Revised November 2012
2 Self help guide - Preparing a grievance procedure This guide gives practical advice on how to prepare a grievance procedure and how to operate it effectively. The information given is not an authoritative interpretation of the law. Such an interpretation can be given only by the employment tribunals and by the courts. The Agency offers assistance in producing and reviewing employment documents and you are strongly advised to forward your draft grievance procedure for review. Before implementing your finalised grievance procedure you should consult directly with your employees and their representatives. If you would like to have your document reviewed you can , fax, or post your documents to the Agency. mailto:alan.wilson@lra.org.uk Phone For the attention of Advisory Services Labour Relations Agency, 2-8 Gordon Street, Belfast, BT1 2LG. The Agency also runs Advisory Workshops to assist employers in drawing up the written statement of the main terms and conditions of employment and disciplinary and grievance procedures. Workshops are held on the Agency premises in either Belfast or Londonderry on specified dates. There is no charge for attendance at these workshops. For more details on workshops and to book online visit the Agency s website at Workshops or contact us at the telephone number above. Once you have set up a procedure, you will need to know how to operate it and deal with any problems that might arise. See the Labour Relations Agency s Advisory guide - Advice on handling discipline and grievances at work and the Labour Relations Agency s Code of Practice - Disciplinary and grievance procedures give advice about dealing with grievance issues. 2
3 Why have grievance procedures? Grievances are concerns, problems or complaints that employees may raise with their employers. Grievance procedures help employers to deal with grievances fairly, consistently and speedily and avoid the need for legal action. Guidance on drawing-up grievance procedures is set out below. Drawing-up grievance procedures In drawing-up grievance procedures it is good practice to involve everyone they will affect, eg, managers, employees and, where appropriate, their representatives. This should make the procedure more acceptable to all concerned. Grievance procedures should make it easy for employees to raise issues with management and should: be simple and put in writing; enable employees line manager to deal informally with a grievance, if possible; keep proceedings confidential; and allow employees to have a companion at meetings. Grievances could arise from the following issues: terms and conditions of employment; health and safety; personal relationships at work; bullying and harassment; new working practices; working environment; organisational change; and equal opportunities. It is important to ensure that everyone in the organisation understands the grievance procedures and that supervisors, managers and employee representatives are trained in their use. Employees should be given a copy of grievance procedures or have ready access to them, for instance, on a noticeboard or issued to them during the induction process. Employers should take the time to explain the detail of grievance procedures to employees, paying particular attention to those employees who may have reading difficulties or for whom English is not their first language. 3
4 The right to be accompanied Employees have a statutory right to be accompanied at grievance hearings by a companion. A companion may be a work colleague or a Trade Union official. The Trade Union official may be either a full-time official employed by a Union or a lay Union official who has been reasonably certified in writing by his/her Union as having experience of, or, as having received training in, acting as a companion at grievance hearings. For the purposes of this right, a grievance hearing is defined as a meeting at which employers deal with a complaint about a legal duty owed by them to n employees. The duty may arise from statute or common law, for example, contractual commitments - an employee s request for a pay rise is unlikely to be a contractual right unless a right to an increase is specifically provided for in the contract. Alternatively, the request may raise a statutory issue about equal pay or National Minimum Wage. The companion should be allowed to address the hearing in order to: put the employee s case; sum up the employee s case; respond on the employee s behalf to any view expressed at the hearing. The companion can also confer with the employee during the hearing. The companion has no right to answer questions on the employee s behalf, or to address the hearing if the employee does not wish it. Employees whose employers fail to comply with a reasonable request to be accompanied may present a complaint to a Tribunal. Dealing with grievances in the workplace Grievance procedures should allow for and encourage informal resolution of grievances. This may involve employees raising the matter verbally with their line manager. This could allow for early and quick resolution of employees complaints. If a grievance cannot be settled informally, employees should raise it formally with management. The grievance procedure detailed below provides a framework for dealing with grievances in a formal manner. An Industrial Tribunal can take into account any unreasonable failure to follow the grievance aspects of the Agency s Code of Practice on Disciplinary and Grievance Procedures and may financially penalise employers or employees. Let the employer know the nature of the grievance If it is not possible to resolve a grievance informally employees should raise the matter formally, without unreasonable delay, with their manager. If the complaint is against their manager employees should be allowed to approach their manager or, if that is not reasonably practicable, another manager in the organisation. Where this is not possible, the manager should hear the grievance and deal with it as impartially as possible. Employees should raise the grievance in writing setting out the nature of the grievance and how it might be resolved. Setting out a grievance in writing might not be easy, especially 4
5 for those employees whose first language is not English or who have difficulty expressing themselves on paper. In these circumstances employees should be encouraged to seek help, for example, from a work colleague, a Trade Union or other employee representative. Hold a meeting with the employee to discuss the grievance When a grievance is received employers should arrange for a formal meeting to be held without unreasonable delay. Employees have a statutory right to be accompanied at any such meeting. Employers, employees and their companions should take reasonable steps to attend the meeting. Employees should be allowed to explain their grievance and how they think it should be resolved. Consideration should be given to adjourning the meeting for any further investigation that may be necessary. Decide on appropriate action Following the meeting, employers should decide on what action, if any, to take. The decision, and a full explanation of how the decision was reached, should be communicated to employees, in writing, without unreasonable delay. Where appropriate, the decision should set out what action employers intend to take to resolve the grievance. Employees should be informed that they can appeal if they think that their grievance has not been satisfactorily resolved. Appeals If employees feel that their grievance has not been satisfactorily resolved then they should have the opportunity to appeal. An appeal should be made without unreasonable delay, advising employers in writing of the grounds of appeal. Employers should hear the appeal without unreasonable delay and at a time and place which should be notified to employees in advance. The appeal should be dealt with impartially and, wherever possible, by a manager who has not previously been involved in the case. Employees have a statutory right to be accompanied at an appeal hearing. 5
6 SAMPLE INDIVIDUAL GRIEVANCE PROCEDURE The aim of this procedure is to give an employee an opportunity to raise a grievance either informally and/or formally and to discuss this with their employer with a view to having it resolved. General Principles Grievances should be raised as soon as possible, to allow issues to be resolved quickly. Employees should be given the opportunity to explain their grievance and how they think it should be resolved. If the employee s grievance is against their line manger they may raise the matter with another manager in the organisation, where possible. The employer will ensure that the timing and location of all meetings under this procedure are reasonable. As far as is reasonably practicable, appeal hearings will be conducted by a manager more senior than the manager who took the decision which is being appealed. This does not apply where the most senior manager attended the hearing at which the decision being appealed was taken. Employees will be entitled (where reasonably requested) to be accompanied to any grievance or appeal hearing by a fellow worker or Trade Union Official (who may be either a full-time official employed by a union or a lay union official who has been reasonably certified in writing by his/her union as having experience of, or as having received training in, acting as a worker s companion). Employers, employees and their companions should take reasonable steps to attend grievance and appeal meetings. Records shall be kept detailing the nature of the grievance raised, the employer s response, any action taken, the reasons for it and other information relevant to the process. These records shall be kept confidential. There may be circumstances where the employer and employee feel it would be beneficial to involve a third party to help in resolving the issue, through, for example, mediation. In such instances the grievance procedure may be temporarily set aside. [Mediation is a process whereby an independent third party intervenes in a workplace dispute to assist the parties to reach a satisfactory outcome. The Labour Relations Agency can provide a mediation service to assist the parties. Further information on mediation is available on the Agency s website or by telephoning ] 6
7 Dealing with grievances informally If an employee has a grievance or complaint related to their work, they should, in the first instance and, wherever possible, discuss it with their line manager. They may be able to agree a solution informally. Formal grievance If it is not possible to resolve a grievance informally, or the employee does not feel it is appropriate to do so, they should raise the matter formally in writing to (insert job title). The written grievance should contain details of the nature of the grievance and how they feel it might be resolved. Grievance meeting The (insert job title) will call the employee to a meeting to discuss their grievance. This will normally be held within 5 working days from receipt of the complaint in writing. Employees should be allowed to explain their grievance and how they think it might be resolved. The employee will be entitled to be accompanied at this meeting. Following the meeting (within 5 working days) (insert job title) will advise the employee in writing what action, if any; they have decided to take along with a full explanation of how the decision was reached. The employee should be informed that they can appeal (and to whom the appeal should be made) if they feel that the grievance has not been satisfactorily resolved. Appeal If the employee wishes to appeal they should let (insert job title) know in writing stating their reason(s) for appeal. This should be done within 5 working days of the grievance hearing decision being communicated in writing to them. Within 5 working days of receipt of the appeal an appeal meeting will take place. The appeal will be conducted by (insert job title). The employee will be entitled to be accompanied at this meeting. Following the meeting (insert job title) will advise the employee in writing of the outcome of the appeal, no later than 5 working days from the appeal being heard. This decision is final. 7
8 8
GRIEVANCE PROCEDURE. For Coast Academies
GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working
More informationGrievance Procedure School Based Staff
Grievance Procedure School Based Staff Date Created: September 2012 Review Date: September 2015 Agreed at RCT School staff joint consultative committee: 08 October 12 Responsible Officer: Ellen Williams
More informationAcas consultation. on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures
Acas consultation on the revision of paragraphs 15 and 36 of the Acas Code of Practice on Disciplinary and Grievance Procedures December 2013 Acas consultation on the revision of paragraphs 15 and 36 of
More informationCode of practice on disciplinary and grievance procedures. Code of Practice 1
Code of practice on disciplinary and grievance procedures Code of Practice 1 Published by TSO (The Stationery Office), part of Williams Lea Tag, and available from: Online www.tsoshop.co.uk Mail, Telephone,
More informationNewcastle University Grievance Procedure
Newcastle University Grievance Procedure Contents 1. INTRODUCTION...1 2. SCOPE...2 3. AIM OF THE PROCEDURE...2 4. INFORMAL APPROACH TO DEALING WITH GRIEVANCES...2 5. RIGHT OF REPRESENTATION...3 6. TRADE
More informationMODEL GRIEVANCE PROCEDURE FOR SMALL ORGANISATIONS
MODEL GRIEVANCE PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.
More informationGrievance Policy/Procedure
Grievance Policy/Procedure Approved by The Executive Date approved October 2015 Status Approved Policy owner Head of HR Impact assessed Version 4 Date of next review Yes June 2018-1- 1.0 Purpose of Policy
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Document Control Information Reviewed by the Strategic Management Team: - Date of Next Review: Mar 2016 Approved by the Board of Management: 24 Mar 2014 The Board of Management
More informationGrievance Procedure Introduction and Principles
Grievance Procedure Introduction and Principles 1.1 This procedure is to help and encourage all employees to have the opportunity to proactively resolve an action, practice, or behaviour by another employee,
More informationGrievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version
Grievance Policy Co-ordinator: Reviewer: Approver: Lead of Review Group Date approved by GAPF: 9 February 2017 GAPF Polices Subgroup Review date: 9 February 2022 Grampian Area Partnership Forum (GAPF)
More informationUNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE
UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF GRIEVANCE PROCEDURE The Association recognises that, from time to time, members of staff may have problems or concerns regarding their work or relationships
More informationSOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE
SOLIHULL METROPOLITAN BOROUGH COUNCIL GRIEVANCE PROCEDURE (1) This policy sets out the terms of agreement reached by those participating in the Council s Consultation and Negotiating Framework. and (2)
More informationGrievance Policy. Grievance. Policy and Procedure. Working Together. March Borders College 26/4/ Working Together.
Grievance Policy Grievance Working Together Policy and Procedure March 2017 Borders College 26/4/2017 1 Working Together Grievance Policy History of Changes Version Description of Change Authored by Date
More informationSTAFF GRIEVANCE POLICY
STAFF GRIEVANCE POLICY To ensure all staff, Directors and Academy Council Governors are aware of their responsibilities and outlines how the Trust complies with the School Staffing (England) Regulations
More informationGrievance Procedure. [Company Name] Drafted by Solicitors
Grievance Procedure [Company Name] Drafted by Solicitors Contents Clause 1. Policy statement... 1 2. Who is covered by the procedure?... 1 3. Using this procedure... 1 4. Raising grievances informally...
More information18. GRIEVANCE PROCEDURE
18. GRIEVANCE PROCEDURE Our policy is to encourage free communication between all employees to ensure that questions and problems arising during the course of employment can be aired and, where possible,
More informationAgreeing and changing contracts of employment
Agreeing and changing contracts of employment October 2015 This guide provides practical advice and guidance on agreeing and changing contracts of employment. We have provided legal information for guidance
More informationGRIEVANCE & DISPUTES POLICY
GRIEVANCE & DISPUTES POLICY Policy Author(s) HR Business Partner, Hayley Moorhouse Accountable Manager(s) Jan Snoddon, Chief Nurse Ratified by (Committee/Group) HR & OD Committee Date Ratified June 2015
More informationWITH EFFECT FROM 1 JANUARY Many difficulties that arise can be resolved quickly and informally between managers and their staff.
THE GRIEVANCE PROCEDURE 1. INTRODUCTION WITH EFFECT FROM 1 JANUARY 2013 1.1. Many difficulties that arise can be resolved quickly and informally between managers and their staff. 1.2. Every effort should
More informationTechnical factsheet Disciplinary, dismissal and grievance procedures
Technical factsheet Disciplinary, dismissal and grievance procedures This factsheet is part of a suite of employment factsheets and a pro forma contract that are updated regularly. These are: The contract
More informationGrievance Procedures for Support Staff
Grievance Procedures for Support Staff 1. Scope The following procedures are available to help staff raise issues and concerns about their work, working environment, or working relationships. The aim is
More informationGrievance Procedure. Page 1 of 7 / Grievance Procedure / 05/2018 / V4.0 / NW & CJ
Grievance Procedure Page 1 of 7 / Grievance Procedure / 05/2018 / V4.0 / NW & CJ Cover Page Grievance Procedure Version number Dates produced and approved (include committee) Reason for production/ revision
More informationGrievance Procedure for the Health Service
Grievance Procedure for the Health Service Purpose of the Grievance Procedure Health service employers are committed to promoting and maintaining good employee relations and fostering the commitment and
More informationG r i e v a n c e P r o c e d u r e f o r U n i f o r m e d a n d S u p p o r t S t a f f
G r i e v a n c e P r o c e d u r e f o r U n i f o r m e d a n d S u p p o r t S t a f f Executive Summary This procedure is designed to provide a framework and process for the timely and effective resolution
More informationGrievance Policy. Printed copies must not be considered the definitive version
Grievance Policy Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. Policy Group Workforce Directorate Author John Glendinning Version no. 2 Reviewer John Glendinning
More informationGRIEVANCE POLICY AND PROCEDURE
LEEDS BECKETT UNIVERSITY GRIEVANCE POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staffsite V0517 Policy and Procedure 1. Scope of the Procedure 1.1. Leeds Beckett University is committed to creating a positive
More informationGRIEVANCE POLICY. NHS Ayrshire and Arran Organisation & Human Resource Development Policy. Policy Reference HRP/013
NHS Ayrshire and Arran Organisation & Human Resource Development Policy GRIEVANCE POLICY Policy Reference HRP/013 Reviewers Name Group/Name(s) Date Policy Review Group Scott Semple July 2013 Lead Responsibility
More informationHARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE
HARRIS FEDERATION OF ACADEMIES GRIEVANCE PROCEDURE 1. Terms of Reference 1.1 For all employees employed by the Harris Federation in any of the Harris Academies and ex-employees of any of the Harris Academies
More informationSt Thomas More Catholic Primary School
St Thomas More Catholic Primary School Grievance Policy In the development of this policy consideration has been given to the impact on protected characteristics under the Equality Act and the work life
More informationDignity at Work Procedure
Dignity at Work Procedure Human Resources 1 Purpose This procedure sets out a clear and transparent process to deal with complaints of harassment or bullying within the workplace. The University has developed
More informationGrievance Procedure. 1.0 Introduction. 2.0 General Principles
Grievance Procedure 1.0 Introduction 1.1 This procedure applies to all members of staff employed by Staffordshire University other than holders of senior posts as determined by the Board of Governors on
More informationGRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R
GRIEVANCE POLICY T H I S P O L I C Y W A S S U M M E R 2 0 1 7 A P P R O V E D : T H I S P O L I C Y W I L L B E R E V I E W E D : S U M M E R 2 0 2 0 M E M B E R O F S T A F F W I T H R E S P O N S I
More information2 The policy will be applied fairly, consistently and in accordance with the Equality Act 2010.
CRIGGLESTONE PARISH COUNCIL S DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2015 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It also
More informationIndividual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)
Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS
More informationLANGTHORPE COUNCIL S DISCIPLINARY AND GRIEVANCE POLICY. Disciplinary Policy
Disciplinary Policy INTRODUCTION 1. This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uklchttphandler.ashx?id=1047&p=0).ltis designed to help council employees
More informationHow the LRA can help. Conciliation Explained
How the LRA can help Conciliation Explained Labour Relations Agency The Labour Relations Agency is an independent, publicly funded organisation. Our job is to promote good employment relations in Northern
More informationDATED GRIEVANCE PROCEDURE
DATED ------------ GRIEVANCE PROCEDURE CONTENTS CLAUSE 1. Policy statement... 1 2. Who is covered by the procedure?... 1 3. Using this procedure... 1 4. Raising grievances informally... 2 5. Formal written
More informationGrievance Procedure. Staff Side Representatives Dates June 2014 Senior Human Resources Dates June Dates
Grievance Procedure The Trust strives to ensure equality of opportunity for all, both as a major employer and as a provider of health care. This procedural document has been equality impact assessed to
More informationGrievance and Workplace Conflict Policy
Grievance and Workplace Conflict Policy Date: December 2014 Document summary The aim of this policy is to identify what might give rise to a grievance, where to address things that are not grievances and
More informationIDEFORD PARISH COUNCIL DISCIPLINARY POLICY
IDEFORD PARISH COUNCIL DISCIPLINARY POLICY The Ideford Parish Council Disciplinary Policy is based on the National Association of Local Councils (NALC) Legal Topic Notice and arrangements issued in February
More informationGrievance Procedure. Chris Nash, Associate Director of Human Resources and Workforce Transformation
Grievance Procedure Worcestershire Health and Care NHS Trust Grievance Procedure Document Type Human Resources Policy Unique Identifier HR-HACW-10 Document Purpose Document Author Target Audience The Trust
More informationDISCIPLINARY POLICY. 2. The policy will be applied fairly, consistently and in accordance with the Equality Act 2010
DISCIPLINARY POLICY INTRODUCTION 1. This policy is based on and complies with the 2015 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It also takes account of the ACAS guide
More informationCAPABILITY AND PERFORMANCE POLICY
CAPABILITY AND PERFORMANCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/029/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY
More informationGrievance Policy. Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation and Workforce
Document Control Sheet Grievance Policy Q Pulse Reference Number POL-WOD-HR-9 Version Number 03 Document Author Head of HR Lead Executive Director Sponsor C Thurlbeck, Director of Strategy, Transformation
More informationJOINT AGREEMENT ON GUIDANCE ON GRIEVANCE PROCEDURES IN FURTHER EDUCATION COLLEGES
JOINT AGREEMENT ON GUIDANCE ON GRIEVANCE PROCEDURES IN FURTHER EDUCATION COLLEGES BETWEEN THE ASSOCIATION OF COLLEGES (AoC) AND ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS
More informationManaging a complaint at work A step-by-step guide
Be prepared In running your business, you expect that at some point there could be a complaint from someone who works for you. It could be to do with their work, where they work, or who they work with.
More informationPolicy Review Sheet. Review Date: 22/05/18 Policy Last Amended: 22/05/18. Next planned review in 12 months, or sooner as required.
Category: Human Resources Sub-category: Performance & Discipline Page: 1 of 6 Policy Review Sheet Business Impact: Review Date: 22/05/18 Policy Last Amended: 22/05/18 Next planned review in 12 months,
More informationRobert Smyth Academy
Robert Smyth Academy Grievance Procedure for Employees 1. Purpose 2. Scope This procedure is designed to: a) assist the Principal and Governors with their responsibility to ensure consistent and fair treatment
More informationGRIEVANCE POLICY. Approved by Version Issue Date Review Date Contact Person. SEG, Board 5.1 July 2016 July 2019 Director of HR
GRIEVANCE POLICY This policy is available on-line at: www.tynecoast.ac.uk We will consider any request for this policy to be made available in an alternative format or language. Please note that the College
More informationNHS Organisation. Grievance Policy
NHS Organisation Grievance Policy Approved by: Welsh Partnership Forum Issue date: 10 March 2016 Review date: March 2019 1 (10/03/16) C O N T E N T S 1. Introduction 2. Scope 3. Purpose 4. Rights to be
More informationCURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES
CURBAR PARISH COUNCIL DISCIPLINARY AND GRIEVANCE POLICIES CURBAR PARISH COUNCIL DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2009 ACAS Code of Practice 1. It is designed
More informationGRIEVANCE PROCEDURE. Introduction
GRIEVANCE PROCEDURE Introduction 1.1 This procedure applies to all employees of the University. It aims to comply with the Arbitration, Conciliation and Advisory Service (ACAS) Code of Practice, introduced
More informationGrievance Procedure. for Support, Research, Teaching & Scholarship and Casual Staff
Grievance Procedure for Support, Research, Teaching & Scholarship and Casual Staff 1 Contents Grievance Procedure... 1 1) Aims of Procedure... 2 2) Scope... 2 3) Confidentiality... 3 4) Definition of terminology...
More informationGrievance and Disputes Policy and Procedure
Policy: G1 Grievance and Disputes Policy and Procedure Version: G1/04 Ratified by: Trust Management Team Date ratified: 8 th August 2012 Title of Author: Alan Wishart Title of responsible Director Director
More informationHullbridge Parish Council
Adopted 13 th March 2014 Reviewed 17 th March 2017 DISCIPLINARY POLICY INTRODUCTION 1 This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0).
More informationFor issues involving bullying and/or harassment, reference should be made to the Dignity at Work and Study policy and procedures.
Grievance Procedure Grievance Principles Birkbeck is committed to fostering an environment where employees feel confident about raising issues and concerns in order to reach clear resolutions that support,
More informationTime scales have been fixed to ensure that grievances are dealt with quickly, however these may be extended if it is agreed upon by both parties.
GRIEVANCE PROCEDURE The grievance procedure is intended as the tool by which a member of staff may formally have a grievance, regarding any condition of their employment, heard by the management of the
More informationGRIEVANCE POLICY AND PROCEDURE
GRIEVANCE POLICY AND PROCEDURE Issue Number: 2.0 Issue Date: 23.11.2016 Review Date: 31.08.2016 (to be reviewed in spring 2017) CONTENTS 1. Introduction 2. Scope 3. Definition 4. Right to be accompanied
More informationSchools Grievance Policy and Procedure
Schools Grievance Policy and Procedure Authority Guidelines on Staffing Procedures for Community, Voluntary Controlled, Community Special Schools and Early Years Centres (and those adopted by Governing
More informationWEST HILL PARISH COUNCIL DISCIPLINARY POLICY
INTRODUCTION WEST HILL PARISH COUNCIL DISCIPLINARY POLICY 1 This policy is based on and complies with the 2009 ACAS Code of Practice (http://www.acas.org.uk/chttphandler.ashx?id=1047&p=0). It is designed
More informationGrievance Policy and Procedure for Academic Support Staff
Grievance Policy and Procedure for Academic Support Staff 1. Policy a) The aim of the School's Grievance Procedure is to provide a fair process for individual employees to obtain a speedy resolution to
More informationDisciplinary Policy & Procedure
Disciplinary Policy & Procedure 1. Purpose and scope 1.1. The purpose of this disciplinary policy is to help and encourage all employees to achieve and maintain required standards of performance and conduct.
More informationSICKNESS ABSENCE POLICY
SICKNESS ABSENCE POLICY Implementation Date: 01 April 2013 Review Date: 01 April 2016 April 2013 V1.0 Page 1 of 12 Contents POLICY OVERVIEW... 3 Purpose... 3 Who this Policy applies to... 3 Key Principles...
More informationGrievances Employee Guide
Grievances Employee Guide 1 Contents 1. Introduction 3 2. Support and assistance 3 3. When does the Grievance Policy apply? 4 3.1 Collective grievances 4 3.2 If you have left Nationwide 5 4. The grievance
More informationUNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE
UNIVERSITY OF ST ANDREWS STUDENTS ASSOCIATION STAFF DISCIPLINARY PROCEDURE 1. Introduction 1.1 In the Association, as in any organisation, issues may arise in relation to staff conduct. In the first instance
More informationGRIEVANCE AND DISPUTE POLICY
GRIEVANCE AND DISPUTE POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Executive Committee Date of Approval 4 th October 2017 Date of Implementation 4 th October 2017 Next Review Date September
More informationGRIEVANCE AND DISPUTES PROCEDURE
GRIEVANCE AND DISPUTES PROCEDURE Ratified by: Joint Local Negotiating Committee Date Ratified: 20 th May 2010 Name of originator/author: Nicky Littler Name of responsible Joint Local Negotiating Committee
More informationAppeals for Professional Support Staff: Policy and Procedure Document
Appeals for Professional Support Staff: Policy and Procedure Document 1.0 Policy 1.1 Employees are entitled to appeal using this procedure, against any formal action/decisions made in accordance with:
More informationDisciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016
Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in line
More informationGrievance Policy. Version: 2.3. Status: Final. Title of originator/author: Human Resources Directorate. Name of responsible director:
Grievance Policy Version: 2.3 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Final Human Resources
More informationCamelsdale Primary School. Grievance Policy
Camelsdale Primary School Grievance Policy 1 Grievance Policy for All School Staff This policy is the West Sussex model Grievance Policy which we have adopted. 1. Aim of the Policy The aims of this policy
More informationGRIEVANCE POLICY. Reviewer: Grampian Area Partnership Forum. Signature Signature Signature. Review date:
GRIEVANCE POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum. Signature Signature Signature Identifier: NHSG/POL/31/HR Review date:
More informationWHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.
WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance
More informationSTAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY
Hampton Wick Infant & Nursery School STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY This policy was adopted/updated: Dec 2009 This policy was reviewed: Jan 2014 This policy will be reviewed: Sep 2016 (or
More informationGRIEVANCE POLICY & PROCEDURE
Directorate of Organisational Development & Workforce GRIEVANCE POLICY & PROCEDURE Reference: DCP084 Version: 2.2 This version issued: 27/03/15 Result of last review: Minor changes Date approved by owner
More informationGrievance Policy. Approved by governors. Chair Of Governors
Grievance Policy Policy Document Control Sheet: Trust lead: Ian Hickman Key Staff lead for The Ferns Academy: Adele Young + Debra Murphy Portfolio Governor lead: Steve Dale Status: agreed and adopted Date
More informationManagers Guide to Grievance
Managers Guide to Grievance TABLE OF CONTENTS PAGE 1. Introduction 2 2. The Guidelines 2 An Informal Grievance 2 A formal Grievance 4 Group Grievances 7 The Appeal Process 7 Issues already dealt with via
More informationAuthor: reviewed by Emily Fraser, Senior HR Advisor. Owner: Alyson Sargeant, Head of Recruitment and Resourcing
Human Resources Grievance and Disputes Policy Document Control Summary Status: Replacing H/BLU-gh-06 Version: V2.0 Date: January 2018 Author/Owner/Title: Author: reviewed by Emily Fraser, Senior HR Advisor
More informationCode of Practice Applies from 1 April Disciplinary and Grievance Procedures. Introduction. Status of this code of practice
Trinity House, Bath Street, St. Helier, Jersey, JE2 4ST Telephone (01534) 730503 Fax (01534)733942 Email jacs@jacs.org.je Website www.jacs.org.je Code of Practice Applies from 1 April 2014 Disciplinary
More informationIntranet and internet / ward folder. Approved by: Executive Management Team 5 October 2017
Document name: Document type: Grievance and Collective Grievance Policy and Procedure Human Resources Procedure Staff group to whom it applies: All staff within the Trust Distribution: The whole of the
More informationGRIEVANCE AND DISPUTES POLICY
GRIEVANCE AND DISPUTES POLICY Version: 3 Ratified by: Senior Managers Operational Group Date ratified: May 2014 Title of originator/author: Human Resources Business Partner Title of responsible committee/group:
More informationProcedure for. Handling Grievances
Procedure for Handling Grievances Procedure Reference Number: 2011.22 Approved: Name Date Author: Kate Mannion & Joanne HR Manager Jones Produced: 16 November 2011 Review due: 3 years from publication
More informationGrievance Policy. Version: 2. Joint Consultation and Negotiating Committee
SH HR 25 Version: 2 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or
More informationGrievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022
Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business
More informationEmployee grievance mechanism Guidance note
EBRD Performance Requirement 2 Labour and working conditions Employee grievance mechanism Guidance note This document contains references to good practices; it is not a compliance document. It should be
More informationNon-Union Representation In the Workplace
Non-Union Representation In the Workplace This guide provides practical advice and guidance on non-union representation in the workplace. We have provided legal information for guidance only. This information
More informationStepping Stones of Scawby. Disciplinary and Grievance Procedures
Stepping Stones of Scawby Disciplinary and Grievance Procedures Disciplinary and Grievance Procedures for Stepping Stones of Scawby Employees Our Staff will maintain a well-motivated, highly skilled and
More informationDISCIPLINARY POLICY. Page 1 of 14 Date: 11/2014. PE06 Revision: 1
Page 1 of 14 1.POLICY STATEMENT 1.1. FGH Security recognises disciplinary rules and procedures are necessary for the effective operation of the organisation by encouraging all staff to achieve and maintain
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Policy: HR03 Version: 2 Ratified by: Executive Management Team Date ratified: 13/10/2010 Name of originator/author: Andrew Stewart Name of responsible Senior HR Advisor,
More informationDisciplinary Policy & Procedure
Policies and Procedures Disciplinary Policy & Procedure Last updated July 2012 1 1. Introduction...3 2. Principles..3 3. Issues that may lead to disciplinary action..4 4. Informal Procedure..4 5. Investigations...5
More informationINDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE
INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval
More informationCHELTENHAM & TEWKESBURY ALTERNATIVE PROVISION SCHOOL GRIEVANCE POLICY. Reviewed and updated: Feb 2018
CHELTENHAM & TEWKESBURY ALTERNATIVE PROVISION SCHOOL GRIEVANCE POLICY Reviewed and updated: Feb 2018 This model policy and guidance is part of the Schools Employment Handbook and can be found in the Employee
More informationStaff Grievance Policy V1.0
Staff Policy V1.0 Date Name Notes Drafted June 2014 S. France Adapted from DCC model Adopted June 172014 PPC Reviewed Reviewed Reviewed This policy will be reviewed every 3 years 1 Introduction 1.1 Effective
More informationDisciplinary and Dismissal Procedure
Disciplinary and Dismissal Procedure Date updated: April 2018 Lead person(s): Head of Human Resources Review date: April 2019 Policy Title: Sunfield Disciplinary and Dismissal Procedure Page 1 of 9 Human
More informationINSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified)
Disciplinary Policy INSERT TITLE AND BRANDING Dr A Gill s signature and front cover to be placed on policy when received from Communications. (Policy fully ratified) Consultation Staff Forum August 2014
More informationGrievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff
Grievance and Disputes Policy Who Should Read This Policy Target Audience All Trust Staff Version 3.0 September 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1
More information